Perceived Supervisor’s Support and Job Insecurity as Predictors of Employee Anxiety

Oguegbe, Tochukwu Matthew; Etodike, N.C.; Ugwa, R.

doi:10.4314/ujah.v18i2.26

Cited by 5 publications

(5 citation statements)

References 0 publications

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“…Cavallo et al (2021) opined that information acquisition is gathering information to enhance competitiveness and business performance. According to the literature, the Nigerian pharmaceutical industry obtains its information through university education (Oguegbe et al 2017;Joel et al 2022). The National Institute for Medical Research (NIMR) and the National Institute for Pharmaceutical Research and Development (NIPRD) are two organisations that are also engaged in the research and development of medicines (Oseni 2017).…”

Section: Descriptive Learning and Employee Engagementmentioning

confidence: 99%

“…However, certain leaders and supervisors in the Nigerian pharmaceutical industry are slow to provide procedural documentation regarding drug usage (Cavallo et al 2021). Furthermore, there are concerns about supervisors who need more skill and knowledge to provide support while providing ambiguous counsel and recommendations to employees (Oguegbe et al 2017). Additionally, Tamunomiebi (2020) only presented data on the connections between the learning culture and organisational citizenship behaviour of selected Nigerian manufacturing enterprises.…”

Section: Introductionmentioning

confidence: 99%

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Bolstering the Moderating Effect of Supervisory Innovative Support on Organisational Learning and Employees’ Engagement

Ogueyungbo

Moses

Igbinoba

et al. 2023

Administrative Sciences

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Organisational learning, as the process of continuous information acquisition, dissemination and exploitation, often leads to an organisation’s competitiveness. Hence, this study examined the relationship between organisational learning and employee engagement. The study also investigated the extent to which supervisory innovative support moderates organisational learning and the effectiveness of employee engagement. Five hundred forty-one (541) participants were surveyed using stratified and purposive sampling methods to make up the sample size. To be more precise, Smart Partial Least Square (PLS 3.0) was used to analyse the relationship between the study’s variables. The hypothesis test found that supervisory innovative support moderated the relationship between organisational learning and employee engagement to a significant extent (R2 = 0.810 Adjusted R2 = 0.806 p-value 0.05). As a result, the study recommends that pharmaceutical companies clarify their policies and culture to employees so that supervisory support can lead to higher employee engagement through organisational learning. Pharmaceutical firms should also provide financial incentives based on employee duration or distinctive contributions to company goals.

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Section: Descriptive Learning and Employee Engagementmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Bolstering the Moderating Effect of Supervisory Innovative Support on Organisational Learning and Employees’ Engagement

Ogueyungbo

Moses

Igbinoba

et al. 2023

Administrative Sciences

View full text Add to dashboard Cite

show abstract

“…Supervisors who have empathy and respond appropriately to employees’ needs are particularly successful at managing their employees’ emotional responses ( Cole et al, 2006 ). To encourage members to act voluntarily and proactively, supervisors should give value and meaning to the contributions of employees, provide timely assistance to employees when they encounter difficulties, and provide them with the resources they need to perform their tasks, including giving regular feedback ( Oguegbe et al, 2017 ). Thus, supervisors can play a key role in improving employee competence and promoting their career development ( Cromwell and Kolb, 2004 ; Hezlett and Gibson, 2005 ).…”

Section: Literature Reviewmentioning

confidence: 99%

Service staff encounters with dysfunctional customer behavior: Does supervisor support mitigate negative emotions?

et al. 2022

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Dysfunctional customer behavior is common in service settings. For frontline employees, negative encounters can cause short-term despondency or have profound, long-term psychological effects that often result in both direct and indirect costs to service firms. Existing research has explored the influence of dysfunctional customer behavior on employee emotions, but it has not fully investigated the psychological mechanism through which customer misbehavior transforms into employee responses. To maintain service quality and employee well-being, it is important to understand the impact of customer misconduct on employee emotions and its effect on subsequent service behavior. To assess the process through which dysfunctional customer behavior manifests as negative emotions in frontline service employees, and the influence of negative employee emotions on their prosocial service behavior, we surveyed 185 frontline banking service employees. We sought information on service employee experiences, attitudes, and feelings regarding dysfunctional customer behaviors, the perceived level of supervisor support, and employee prosocial service behavior intentions. Structural equation modeling and hierarchical linear modeling were used for statistical analysis and hypothesis verification. Results indicate that dysfunctional customer behavior has a positive relationship with bank service employee negative emotions and a negative influence on employee prosocial service behavior. The study found that negative emotions fully mediated the relationship between dysfunctional customer behavior and prosocial service behavior. The moderating role that perceived supervisor support plays on the relationships between dysfunctional customer behavior and negative emotion was also investigated. The results show that perceived supervisor support moderates the relationship between dysfunctional customer behavior and negative employee emotions. Finally, the study provides bank managers with effective strategies to assist frontline employees to manage and deter dysfunctional customer behavior, and presents employees with internal recovery strategies when encountering dysfunctional customer behavior.

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“…Supervisory support without any theoretical instruction can detrimentally influence organizational learning processes by allowing employees to apply critical thinking to their learning experiences. The connection between organizational learning and employee engagement has been clearly identified in the literature [31,33].…”

Section: Reflection and Sustainable Employee Engagementmentioning

confidence: 99%

Prescriptive Learning and Sustainable Employee Engagement in Selected Pharmaceutical Firms in Nigeria

et al. 2022

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Prescriptive learning is gradually gaining the attention of various industries in Nigeria, particularly on the issues and concerns surrounding sustainability. The existing literature shows that Nigerian pharmaceutical firms have not provided adequately researched prescriptive learning opportunities and sustainable employee engagement. Thus, this study explores the influence of prescriptive learning and sustainable employee engagement in selected pharmaceutical firms in Nigeria. Five hundred and forty-one (541) respondents were surveyed across all the selected pharmaceutical companies in Nigeria using a stratified and purposive sampling technique. Only four hundred and thirty-four (434) copies of the questionnaire, which represents an 80.2% rate of response. were analysed with Smart PLS 3.0. The results show that competitive differentiation, reflection, research and idea testing significantly influenced employee (cognitive, behavioral and affective) engagements. The study concludes that the adoption of prescriptive learning motivates sustainable employee engagement because employees become emotionally invested in work roles and functions. This study contributes to the strategic learning and development of human resource management practices, especially in the Pharmaceutical industry.

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Perceived Supervisor’s Support and Job Insecurity as Predictors of Employee Anxiety

Cited by 5 publications

References 0 publications

Bolstering the Moderating Effect of Supervisory Innovative Support on Organisational Learning and Employees’ Engagement

Bolstering the Moderating Effect of Supervisory Innovative Support on Organisational Learning and Employees’ Engagement

Service staff encounters with dysfunctional customer behavior: Does supervisor support mitigate negative emotions?

Prescriptive Learning and Sustainable Employee Engagement in Selected Pharmaceutical Firms in Nigeria

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